Human Factors

Question 1

APPA

Answer 1

An organization for educational facilities that has created standards by which an organization can measure its cleanliness. (Originally known by its full name, Association of Physical Plant Administrators of Universities and Colleges).

Question 2

Balanced scorecard

Answer 2

A long-term strategy implementation tool developed by Kaplan and Norton that guides staff by providing measurable goals and feedback. It balances short- versus long-term goals and objective versus subjective measures. It combines different perspectives—people, customers, processes, finance—to provide a more holistic analysis.

Question 3

Building-related illness (BRI)

Answer 3

Describes illnesses caused by exposure to environmental agents in a building’s air that cause identifiable symptoms of diagnosable illness.

Question 4

Characteristics

Answer 4

A feature or quality belonging typically to a person, place, or thing and serving to identify it. It usually describes desirable personality traits or attitudes.

Question 5

Churn

Answer 5

The amount of movement and relocation of occupants within an organization within a specified period. It is the ratio of the number of employees moved annually compared to the total number of employees in an organization.

Question 6

Cleanliness

Answer 6

Refers to the presence of dirt and dust and the maintenance of interior elements and furnishings. FM typically develop standards around a level of acceptance for this to adhere to an organization’s values, strategy and processes.

Question 7

Comfort

Answer 7

A sense of satisfaction with one’s current state. Things feel right. There is no need for corrections or changes.

Question 8

Competencies

Answer 8

High-level skill areas rather than specific accomplishments such as a degree or experience supervising employees.

Question 9

Cross-training

Answer 9

In business, this is a career development tool that refers to an employee receiving training experience in performing a job different from their own.

Question 10

Distributed work

Answer 10

Work that is spread among teams in variable locations that occurs at varying times.

Question 11

Ergonomics

Answer 11

The study of equipment design in order to reduce operator equipment fatigue and discomfort.

Question 12

Global Reporting Initiative (GRI)

Answer 12

An international group that aims at helping organizations focus and measure their sustainable actions.

Question 13

Hotelling

Answer 13

An alternative work method in which facilities offer unassigned, reservable space to accommodate alternative work modes.

Question 14

Indoor air quality (IAQ)

Answer 14

Refers to both the quantity of outside (fresh) air and the quality of air within the facility.

Question 15

Indoor environmental quality (IEQ)

Answer 15

The strategies and systems used to provide occupants with a healthful, comfortable and safe workplace. It generally focuses on temperature and relative humidity, indoor air quality, lighting, noise and cleanliness.

Question 16

Job rotation

Answer 16

A horizontal loading of task variety accomplished by shifting workers from role to role, all similar in responsibility and effort, providing cross-training opportunities. It is often used for an organization’s convenience, a professional development experience or as a way to motivate employees through lateral moves when opportunities for promotion are limited.

Question 17

Learning Style

Answer 17

The way a person acquires and organizes new information. It can include the sensory aspects of learning or cognitive preferences.

Question 18

Mentoring relationship

Answer 18

An employee meets with a more experienced individual to whom the employee does not report to discuss ideas for professional development and gain advice and perspective.

Question 19

Relative humidity

Answer 19

The percentage of water vapor in the air at a given temperature compared to the maximum amount of water vapor that could be held at the temperature.

Question 20

Self-actualization

Answer 20

A real and profound human need: the need to grow, to become as good in one’s chosen field as one’s abilities will allow.

Question 21

Sick building syndrome (SBS)

Answer 21

Describes situations in which building occupants experience acute health and comfort effects that appear to be linked to time spent in a building but no specific illness or cause can be identified.

Question 22

SMART

Answer 22

An acronym that indicates the necessary elements for goal setting. These types of goals are specific, measurable, achievable, realistic, and timely.

Question 23

Social Styles

Answer 23

Refers to the way people interact. Individuals may be analyzed by their desire for interaction, the way they achieve their goals, the degree of emotion they exhibit, or whether they are cautious or impulsive and risk-taking.

Question 24

Three E’s

Answer 24

An analytic framework derived from Francis Duffy that proposes that workplaces balances efficiency, effectiveness and expression.

Question 25

Workplace Diversity

Answer 25

The differences that fuel a dynamic and creative organization—diverse skills, knowledge, talents, experiences and perspectives that work against complacency and focus the organization on continuous improvement. It is often defined in demographic terms (race, gender, economic status, education, age, or status at work) or legalistic terms (protected classes and antidiscrimination laws).

Question 26

360-degree feedback

Answer 26

A performance appraisal method in which an employee’s performance is evaluated by those above and below and lateral to the employee in the organization’s hierarchy and by “customers” outside the organization.